>> Good morning Davy. How are you? >> Morning Brian. Good, how are you? >> I'm pretty good. >> Good. >> Hey, I'm just trying to see what's going on in the office and kind of take the temperature out there and see how everybody is doing. >> All right. You know, fine. >> You know, because the last couple of months have been a little tough company wise and business wise. >> You're telling me, man. >> You know, so it's, I don't know, I guess it's sometimes hard to stay motivated or hard to figure out ways to grow the business and improve. >> Well, we're out there trying. >> Yeah. I'm kind of wondering is there anybody in the group that's giving you any difficulties? Or is there anything I can do to help you out and make things better? >> I appreciate that. I mean. Nothing new in the last couple months. >> Davy, part of the reason I was looking to get, you know, kind of a more concrete feel is that we get reports from the HR department on things like Internet usage and email. And they've flagged your account. So, I just want to kind of understand what's going on. >> They flagged my account? Why? >> They flagged you for excessive Internet usage, for things that they would highlight as not work-related be it going to, you know, Internet shopping or YouTube or. >> YouTube. Come on. Come on. >> Listen. >> YouTube. >> We all go online. >> YouTube? Yeah. >> You know, that's a real life fact of what we, you know. >> My work is online. >> Yeah. I agree 100%. >> OK. >> But the fact is, you know, if you're at YouTube or if you're, you know, checking Google Earth or something, you're not going to be doing your work. >> I've, I'm doing my, I have been doing my work. I don't believe my work, my productivity has slipped at all. So, I don't understand what this has to do with my performance. I mean, is there, what? Internet porn? Is there anything inappropriate with that? >> There hasn't been anything inappropriate as far as porn. >> Oh, OK. Good. >> But just using work equipment to look at non-work related stuff. >> OK. OK. How's your smoking habit Brian? >> Smoking is fine. >> Yeah? How many breaks do you take a day? >> I take two or three a day. >> Yeah? >> But that's a total different issue. >> How is that a totally different issue? All right. The fact that I might be logging on different non-work related websites. You know, that still, like that is up simultaneously if that's up. I admit I visit one now and then, but if it's up I still have another many, three or four windows up at the same time. >> Sure. >> So, while HR might be logging on my computer usage, you know, that still does not negate the fact that I am working. All right? Cigarette breaks cost money. >> Sure. >> How many people in this, how many people in my department smoke? Hmm? >> Listen, it's a totally different issue. >> Eight. Two to three a day, 15 minutes break. That's like hours of lost time. >> I understand. >> Compensated time. >> I understand. >> All right. I'm still at my desk. All right? >> Listen. >> So, you're going to give me nonsense about website visits. >> Wait. Wait, wait, wait. You know what? Look, the website and the web traffic stuff, it's just one thing that has been brought to my attention. There's been other questions from people in other groups. >> OK. >> That have, you know, have said that occasionally they are busy, and you're coming over there to say, "Hey, you know, check out this website with me." Or some of the other people feel like they're not getting enough guidance or sometimes you're cutting corners a little bit on getting things done. >> Not giving enough guidance. Explain to me about this. Please. >> Some of your work has kind of been passed down to other people on the team, which in general is a good thing, right? >> Yeah. >> Because you want to. >> It's called delegation. >> Yeah. You want to grow them. But you also have to be there to give them some guidance. You can't just force it down and let them, you know, struggle on their own. >> I'm not forcing people to struggle on their own. Listen, if someone has a question, my door is open. They know this. As far as like showing a YouTube video, listen, I'm sorry if I'm infringing on their cubicle, but, you know, maybe a little morale might be something I might be trying to do by passing around something funny. All right? >> How about this? Let's try to work together and see if we can address some of the issues that are bothering you and making you uncomfortable. >> I still think [multiple speakers] I deserve some specific examples as to what these issues are that my coworkers are having, not that I'm surprised. But why? What are they? >> But right there. Exactly what you're saying. Not that I'm surprised. You already know that there's some issues out there. >> There's been issues since I started. >> So, then why don't you talk to me? >> Because up until, up until my last review why didn't I get my raise? >> Because we don't have money. Believe me. I'm in the same spot. Do you think I'm proud to go home to my family and say, "Hey look, I got a great review," and I didn't get more money? >> You didn't? >> No. We're all in the same boat. Look, Davy. The fact is HR has come to me. So, that means I'm in a position I have to give you the warning. And you know the policy Davy. One more warning can, you know, lead to further sanctions and, you know, reprimands up to and including dismissal. I don't want to go there. [ Silence ] >> I don't want to go there either Brian. >> So, then let's work together. Tell me what's happening and what I can do to make things better or how I can make things better. Is it work? Is it home? >> No. Listen. All right, I had a good review. I had a great review. You're telling me there's no money, right? >> Mm-hm. >> I'm in an apartment that it's stagnant. I've done all I can. I've done all I can. Maybe, maybe it's time to find a different place for me here. All right? We know how I am. All right? Like I can't sit still. I can't be stagnant. >> Well, hold on a second. Davy, I can't move you immediately after you've been flagged and been in trouble. I need to see better performance out of you. I need you to go back to the way you were a year ago, nine months ago. >> We've plateaued here. The market is oversaturated. I started at one point. I got us to another point. And then everything shifted, and we're at a point where we're functioning. Everything is running smoothly. I don't do well with smoothly. >> OK. >> OK? It's not challenging. I'm getting bored. So, if I'm not being challenged, I'm not getting that, and I'm not getting compensated, I'm not getting that, what's the point? >> Look, the position we're in right now I can't move you. You say you want challenges and you want to do new things, that's fine. But let's get you from being down here to back where you were in the beginning, and then I can look for other things for you. I want to see you succeed. When you succeed, I succeed. So, if you can get things back the way that they were, and I can say, "Look, Davy is my guy. He's the guy I want to move forward," I can find projects for you or even a new position. But until we stabilize this and change some of the things that were brought up, how do I sell you? How do I move you out somewhere else? >> What do you need me to do right now? You need me to turn off the windows online? I could do that. You say people are having problems with me then I'll be friendlier. I guess what I need to hear from you is you will find me something else. >> I will. Listen. >> OK. Great. >> We're a team. And you put some great stuff out there. You put that mentoring program together, which is dynamite. It's something I would love to see rolled out to other places in the company. Maybe that's something that we can try to put you behind and let you drive. >> You say you need to see more from me, that motivates me. I'll do that. >> OK. You know what? Let's do this. Because I think maybe, you know, there was a little disconnect between you and I. Let's do every two weeks we'll have a little get together where we're in a position where we're talking about good things and kind of trying to drive things forward. And, you know, hopefully from there I can give you a picture of how we can move things out for you to go to a new area. >> And likewise Brian, thank you, and I have to, you know, if there's a problem with what I'm doing, bring it to my attention. And, you know, I'm sorry, getting the great review and then not getting compensated for it, that threw me. >> Yeah. >> And then, you know, how things eat away at you. I wasn't getting anything. And so I appreciate that. It goes both ways. So, you're cool with it. I'm great it. >> No, yeah. So. >> All right. >> Perfect. Davy, man. >> Cool man. Thanks. >> Thanks so much. >> Thank you.